Supporting our people

We are dedicated to developing innovative policies and opportunities that promote diversity and inclusion within the firm. Our practices, procedures and employee programs are aimed at fostering a work culture that promotes equality and inclusion. In short, we aim to ensure that all individuals who work at Osler are treated with dignity and respect and can bring their full selves to work.

Helping balance career and family demands

Pregnancy/Parental Leave Buddy Program for associates: Lawyers receive guidance and support before, during and after maternity or parental leave to help them stay connected to Osler activities and assist in the transition back to full-time practice.

Pregnancy/Parental Leave Benefits for associates: In most situations, provided certain conditions are met, the firm will top up the lawyer’s pregnancy leave benefits for up to 17 weeks. In addition to pregnancy leave benefits, the firm will top up the parental leave benefits for birth mothers for up to four weeks for a total of 21 weeks. For non-birth parents of new children or parents of adopted children who take parental/adoption leave, the firm provides the equivalent of the lawyer’s salary for up to four weeks.

Alternate Track Policy: Osler’s non-partnership career advancement track offers greater flexibility and work-life balance to our lawyers with family or other external commitments.

Pregnancy Leave Benefits for staff and paraprofessionals: The firm will top up the employee’s pregnancy leave benefits for up to six weeks, provided certain conditions are met.

Offering mental health support

To help provide mental health support for members and their families, we provide access to various resources and programs:

  • Morneau Shepell Employee and Family Assistance Program (EFAP)
  • Osler’s Mental Wellness Account to help offset the cost of professional services of licensed psychologists, psychotherapists and MSW clinical counsellors
  • Guided online Cognitive Behavioral Therapy (CBT) program with BEACON (Toronto only)
  • Osler Mental Health Week which coincides with the annual campaign organized by the Canadian Mental Health Association. As part of the week, we offer various events designed to support health and wellness
  • Health and wellness resources on our intranet and our ongoing Virtual Wellness Wednesday program that offers weekly webinars on various wellness topics
  • To help support firm members’ changing needs while working from home during the pandemic, the firm significantly revised and updated its Wellness/Home Office Reimbursement Program. The upgraded benefit provides reimbursement to firm members for at-home fitness equipment and virtual fitness, and health-related products and services that support individual well-being.

Legal Professional Resource Groups

Over the past several years, Osler’s Legal Professional Resource Groups (LPRGs) have become a staple of our firm’s commitment to diversity and inclusion. Our LPRGs are driven by legal professionals who bring their shared experiences and backgrounds to the table. These groups support colleagues through professional development, business development and social networking.

Asia-Pacific Affinity Network: Supports Osler legal professionals with cultural, ethnic, professional and other links to the Asia-Pacific region

Osler Black Professionals​ Network: Fosters the recruitment, retention and career advancement of Black employees at Osler

Osler Pride Network: Offers professional development support to Osler legal professionals who identify as lesbian, gay, bisexual or transgender, and their allies

Osler South Asian Network: Provides support and professional development to Osler legal professionals identifying as South Asian, Indo-Caribbean, Indo-African or from the South Asian diaspora, and their allies

Osler Women Lawyers Network: Encourages the advancement of Osler women through social and networking events, mentoring, pro bono and business development opportunities

Building Community

We’ve introduced bi-monthly allyship socials for lawyers and staff to come together to connect and discuss moving DEI forward at Osler. During months not hosting a social, a bi-monthly newsletter, Osler Belongs, keeps firm members informed and encourages discussion.